The process begins with a survey of questions. Typically these questions can be answered in less than 5 minutes.
The employee handbook is generated immediately after completing the survey. Many of our users are able to complete the entire process in less than 10 minutes. The free basic handbook is a well written document that can serve as a temporary or partial employee handbook. It contains some important language and is a useful tool, serving as a basic framework for your company. The Comprehensive handbook is a more exhaustive document and contains useful policies, procedures, standards and ideas.
These additional sections offer a complete framework that you can modify to suit your needs. The comprehensive manual has been generated for you and is ready to download when you upgrade your account. In addition to getting the Comprehensive handbook, an upgraded account gives you access to unlimited additional handbooks. This is especially useful if you have another business and would like to generate a handbook for each business.
You can also make unlimited revisions to your handbook. Finally, when you upgrade your account, you get access to updated language in the handbook for one year so you can be sure your document is up to date.
I wanted an employee handbook that I wasn't sheepish about my employees signing. Handbooks is different. I really don't have the expertise to put together an employee handbook. This was a great solution. Setting the tone in your company is a critical first step for solid communication between employers and employees. Large and small companies Once considered junk paper by employees and a dull way for a company to cover its own hide, Employee Handbooks are getting a facelift Old language and outdated HR Manuals can spell trouble for your company.
Take a look at a few of the most common policies Your employees are one of your most valuable workplace assets and each comes with his or her own share of personality, work ethic and style of communication. Employees can be complicated! Whether you are looking to create a comprehensive document that closely addresses a range of specific policies or you are looking for a bare bones document that simply covers your bases, here are the five most important statements every handbook needs:.
Toggle navigation. Home Handbook Builder Pricing Resources. Employee Handbook Creator Get a detailed employee handbook in minutes. Ready to use in all 50 states. Save and edit as a Word Document. Get Started. Create Your Handbook Generate an employee handbook and save as an editable Word document. No Yes How many days is the trial period?
What are your paid company holidays? How long does an employee have to work before becoming eligible for vacation? No Yes. How many paid sick days do you offer? Generate a high quality, updated employee handbook.
A customized handbook generated specifically for your company. Our handbook is infused with E3 swag from top to bottom. Some employee handbooks contain a ton of text. Others use templates that contain more images and illustrations to get the idea across.
Pull out your computer and search for inspiration and examples of what other companies have created to use as a starting point. For ours, we did quite a bit of googling and found the same handbooks showing up again and again—namely, Valve , Zappos , Facebook , and Austin Fraser. While these handbooks were good examples, we wanted a wider variety of inputs when we were building our own, which meant we had to look to other places.
In the end, we found a few design-focused books Show Your Work! For handbooks that focus solely on culture, you might only need a designer and copywriter. But if your handbook includes all your benefits, onboarding, business objectives, and culture ours does, for the record , then your handbook team will look different.
Instead of feeling like you need to create everything from scratch, assess the resources you already know you have. If your employees take tons of pictures, ask them to share. On the copy side of things, use your old employee handbook as a reference. You can also pull copy from your website or other internal documents to help explain your values, services, and processes.
Consolidating information from existing sources—as opposed to creating new copy for everything—will both save time and keep things consistent. Much of the photography here is from our own stash—and none of it is new. Now, your employee handbook is a formal document, and should be treated as such.
Needless to say, this document will include information regarding a wide spectrum of areas, including:. Your handbook needs to include an introductory section to set the stage for your readers.
In addition to a table of contents to help with navigation, this introductory section should include:. In signing this documentation, your employees acknowledge that any legal efforts taken upon what they deem to be unfair termination is essentially null and void. This can allow you to avoid wasting time and resources on frivolous litigation from disgruntled former employees.
First, you must include a statement regarding your equal opportunity employment policies. From applying and interviewing to pre-employment paperwork and the like, your handbook should cover the hiring process from soup to nuts. Here, the damage to your company may be even worse, as it could cause your current employees to become disheartened or disgruntled upon being passed over for a promotion.
Another key process to discuss here is your policy regarding employee referrals and recruitment bonuses. The experience of being brought into a new organization can often be a whirlwind for new employees. With that in mind, your employee handbook should lay out the specifics regarding what new hires should expect as they come aboard.
First, you need to document your policies regarding any introductory or probationary period you have in place for new employees. This section should also cover your onboarding and orientation processes for new hires. This will set the stage in terms of what your new employees should expect in terms of initial training, etc. This means clearly defining what it means to be a full-, part-time, or temporary employee within your organization, as well as whether FLSA laws regarding minimum wage, overtime, etc.
Along with compensation information, your employee handbook will also need to document any benefits or perks you offer as a term of employment. You also may want to note the scope of your personal usage policies with regard to technology and other equipment.
In turn, your employees will be able to prepare for these evaluations and performance reviews as well as face these engagements with a productive mindset focused on growth. You may also require that your employees attend training sessions and other professional development events from time to time. Your employee handbook needs to define the policies and procedures for dealing with workplace discrimination and harassment. On one side, this means explaining to those facing harassment or discrimination what they need to do when reporting the issue.
This will ensure the proper chain of command is followed at all times, and that the incident is recorded for future reference if need be. On the other side, this section will detail the process of investigating and resolving issues that have been brought to your attention. This allows all involved parties the opportunity to plead their case—and ensures the correct measures are taken to resolve the issue or minimize the damage caused.
For one thing, this can act as a deterrent to anyone who may intentionally or not be acting in a way that could be considered harassment. Secondly, it ensures that those who continue in this manner are punished according to the standards set forth by your organization. You also may choose to include information regarding informal complaints, as well. In turn, the involved parties can quickly nip the problem in the bud before it grows into a major issue that will take much more effort to resolve.
Moreover, this will allow you to identify issues that may need to be addressed more directly within your handbook. You also may choose to include documentation regarding non-disclosure agreements, return of company property, and any other policies aimed at maintaining the safety and security of your organization.
First, thank your reader for taking the time to digest the information within the handbook in its entirety. Secondly, include a statement of acknowledgement to be signed by your employees upon receipt of their handbook.
Also, be sure to solicit new signatures from your employees whenever you make changes to your handbook. The first instance is self-explanatory: Provision of your employee handbook along with acknowledgement of such by your new employee is an important part of the onboarding process that absolutely cannot be overlooked. As you amend your policies and procedures—and update your handbook accordingly—you want to do more than just send out an updated copy of the handbook.
0コメント